【摘要】：現(xiàn)代人在全球化程度不斷提高的大背景下,不斷地改進(jìn)學(xué)習(xí)、工作以及生活方式,去適應(yīng)高節(jié)奏高競(jìng)爭(zhēng)的現(xiàn)代化。與此同時(shí)壓力也與日俱增。職業(yè)倦怠在眾多的現(xiàn)代社會(huì)的通病中引起了更多的關(guān)注。據(jù)中國(guó)人力資源網(wǎng)發(fā)布的《中國(guó)職場(chǎng)人士工作倦怠現(xiàn)狀調(diào)查報(bào)告》顯示,公務(wù)員的職業(yè)倦怠在整個(gè)被調(diào)查行業(yè)中屬于名列前茅。又有統(tǒng)計(jì)顯示公務(wù)員的離職率低于百分之零點(diǎn)五,較高的倦怠與較低的離職是當(dāng)前的一個(gè)矛盾,這也是造成公務(wù)員內(nèi)部效率低下的一個(gè)重要原因。因此緩解公務(wù)員職業(yè)倦怠迫在眉睫,如何有效的改變這一現(xiàn)象是值得我們思考的話題。本文以調(diào)查問(wèn)卷及結(jié)構(gòu)化訪談的形式由小及大,分析我國(guó)基層公務(wù)員職業(yè)倦怠的現(xiàn)狀,深入分析基層公務(wù)員職業(yè)倦怠原因并提出改善職業(yè)倦怠的方法,為推動(dòng)我國(guó)基層公務(wù)員隊(duì)伍健康發(fā)展盡綿薄之力。本論文具體由以下五部分構(gòu)成:第一章緒論。筆者在緒論中闡述了我國(guó)基層公務(wù)員職業(yè)倦怠的背景及研究意義、國(guó)內(nèi)外研究現(xiàn)狀、研究的框架路線圖、研究方法以及主要?jiǎng)?chuàng)新點(diǎn)與不足之處。第二章我國(guó)基層公務(wù)員職業(yè)倦怠的理論基礎(chǔ)。首先,分析了公務(wù)員與基層公務(wù)員概念、職業(yè)倦怠的概念;其次,比較分析了職業(yè)倦怠與壓力的區(qū)別;最后解釋了相關(guān)理論:雙因素理論、資源保存理論、工作匹配理論。第三章萊蕪市基層法院公務(wù)員職業(yè)倦怠現(xiàn)狀研究。本部分是以萊蕪市基層法院公務(wù)員為例,選取部分公務(wù)員開(kāi)展深度訪談和問(wèn)卷調(diào)查,從基層法院公務(wù)員性別、年齡、學(xué)歷、工作年限、職務(wù)、級(jí)別六個(gè)方面進(jìn)行綜合分析,概括出萊蕪市基層法院公務(wù)員職業(yè)倦怠現(xiàn)狀。第四章分析基層公務(wù)員職業(yè)倦怠的原因。以文獻(xiàn)資料和結(jié)構(gòu)化訪談的內(nèi)容作為依據(jù),從三個(gè)主要方面:個(gè)體層面、組織層面、社會(huì)層面來(lái)分析基層公務(wù)員職業(yè)倦怠的原因。第五章在深入分析基層公務(wù)員職業(yè)倦怠的基礎(chǔ)上,有針對(duì)性地提出個(gè)體層面、組織層面、社會(huì)層面可以緩解基層公務(wù)員職業(yè)倦怠的對(duì)策。
[Abstract]:Under the background of increasing globalization, modern people constantly improve their study, work and lifestyle to adapt to the high-rhythm and high-competition modernization. At the same time, the pressure is increasing. Job burnout has aroused more and more attention in many common diseases of modern society. According to the Survey of Job Burnout status of Chinese Workers published by China Human Resources Network, the job burnout of civil servants ranks among the highest in the whole industry investigated, according to the survey report on the status of job burnout of Chinese professionals published by China Human Resources Network. Statistics also show that the turnover rate of civil servants is less than 0.5%, the higher burnout and lower turnover is a contradiction at present, which is also an important reason for the internal inefficiency of civil servants. Therefore, it is urgent to alleviate civil servants' job burnout. How to effectively change this phenomenon is a topic worthy of our thinking. In the form of questionnaire and structured interview, this paper analyzes the current situation of job burnout of grass-roots civil servants in China, deeply analyzes the causes of job burnout of grass-roots civil servants, and puts forward some methods to improve job burnout. In order to promote the healthy development of the grass-roots civil servants in China. This paper is composed of the following five parts: the first chapter is introduction. In the introduction, the author expounds the background and research significance of the burnout of grass-roots civil servants in our country, the present research situation at home and abroad, the framework road map of the research, the research methods, and the main innovations and shortcomings. The second chapter is the theoretical basis of job burnout of grass-roots civil servants in China. First, the concept of civil servants and grass-roots civil servants, the concept of job burnout; secondly, a comparative analysis of the differences between job burnout and stress; finally explained the relevant theories: two-factor theory, resource preservation theory, job matching theory. The third chapter of Laiwu City grass-roots court civil servants burnout status quo. This part takes the civil servant of Laiwu City grass-roots court as an example, selects some civil servants to carry out in-depth interview and questionnaire survey, carries on the comprehensive analysis from the grass-roots court civil servant gender, the age, the academic background, the working year, the position, the rank six aspects, carries on the comprehensive analysis. Summarizes the Laiwu City grass-roots court civil servants burnout status quo. The fourth chapter analyzes the causes of job burnout of grass-roots civil servants. Based on the literature and the contents of structured interviews, this paper analyzes the causes of job burnout of grass-roots civil servants in three main aspects: individual level, organization level and social level. In the fifth chapter, on the basis of in-depth analysis of grass-roots civil servants' job burnout, the countermeasures of individual level, organization level and social level can alleviate the job burnout of grass-roots civil servants.
【學(xué)位授予單位】：東北財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：D630.3

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